Evolve: Leadership Impactcast

At work, feedback is necessary. It shows up in performance coaching sessions when a person is not sure how to do something or when a person is not inclined to do their research. The intention behind offering feedback is to influence change or modify behavior. However, when it is offered in the form of criticism, even when it is skillfully presented using a non-judgmental tone, people on the receiving end can still feel attacked, disappointed in themselves, or embarrassed. This can lead to reactions such as withdrawal, defensiveness, or even anger. When criticism is extreme, it can be perceived as condescending or even bullying. When this happens, organizations can lose good people, or impair productivity. Listen in as Yvette Bethel explores how you can restructure feedback to create lasting connections.   Sign up for our newsletter to keep up-to-date with our new podcast episodes and blog posts at www.orgsoul.com (Scroll down the landing page to sign up for our newsletter.)  You can also access free resource